Job Searching in the 21st Century Myths and Realities no. 14

With the increasingly wider reach of the internet, more and more companies are turning to online platforms for recruitment and selection of candidates. Recent studies tried to understand the different impacts and implications of this new approach for companies and prospective applicants (Bauer, 2006; Parry and Wilson, 2009). A survey research conducted by Chapman and Webster (2003) indicated that the Internet was the preferred medium of HR professionals when recruiting candidates for many positions across different industries.

Career One Stop is an online tool sponsored by the U.S. Department of Labor. This online tool can be utilized as a pathway to success. This tool gives useful information via online to help job seekers, students, businesses and career professionals. Some tools that can be utilized per the website are Wages and Salaries, Unemployment Insurance Information, Pay for Education and Training and Benefits. This site is truly a One Stop Center because it has information for everyone the employee, the job seeker and the company (Career One Stop ).

It is structured to give the reader the most important information for successful job-hunting in a very concise manner. In fact, the entire book is less than 100 pages!

* On-line recruitment is becoming more and more popular way to recruit. There is two ways online to recruit, one is via email. Using email is very much like sending a letter it’s just a quicker approach. The other is by completing online applications and once the application has been completed they will get sent straight to the employer and stored on an online data basis.

We analyzed 75,315 job listings posted on Indeed.com during June 2015 based on data gathered from job ads containing the following terms:

Chapter 8 had come into the job search itself in some manners that interwove with chapter 7 but distinguished itself in other manners. This endeavor began with move job search engines to use and a rehashing of how to search between the jobs motives to better find jobs one might come qualified for, and an overall sentiment of how to address the employer also came with this section. Next came how one may better seek to create an online image alongside the social media source LinkedIn, a professional website, to better expand one’s networking

We will continue to post job notifications to various websites such as workopolis.com, and jobzilla.com., however,. our company will take a more active approach to the hiring process by direct sourcing. We will pay a premium amount to hiring websites which will allow us to view resumes by persons who are not actively seeking work or who may have not applied for a job within the company, but are qualified for the position. This will also allow us to have control over which candidates are viewed and considered.

In light of the drawbacks of traditional methods and ever-increasing reward of innovative technology this intends to wrap up that the use of internet staffing has now become essential in the aggressive environment of organizational behavior for the market. Social media recruitment assists an employer to yield more candidates for vacant positions within an organization. The benefit of implementing the internet as a staffing mechanism has an astonishing influence on the broadened field of information which includes the selection of

It's rare for employers to hire candidates without searching the internet for his/her background. The job hunt is changing, and potential employees must change with the job

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

As stated in the literature review, social media is considered more exponential than the traditional one (Cover, 2004). This exponential change seems to have escalated to the point where almost all recruiting is done online, with some opinion that even job sites will diminish in upcoming years. Leader-Chivee and Cowan (2008) reported that this has changed the face of industry alongside the face of social networking in general, while interviewees also had recommendations for improvement of social networking for business practices. In the minds of the experts, making an online solution that is not limited to the features of sites such as LinkedIn or Facebook is the best option.

Over the past years the talent acquisition process has been introduced to social media. Job boards such as LinkedIn and other (ATS’s) applicant tracking systems are websites where candidates can post their resumes, so they can apply or be selected for an open position. Google! Google is America’s most popular search engine anyone and anything can be googled. There are more devices connected to the internet than people on the earth (Mooney, Online lecture). In our online lecture, Professor Mira Moody she stated that at the time there

I would be more pulled in to an association that utilizations web based selecting as it were. Being a vocation candidate implies one need work to acquire a living. In the present world where training has turned into a fundamental necessity, you find that the proportion of understudies graduating to that of accessible open doors isn't adjusted or does not hint at any adjusting. In this manner, a great deal of understudies are overflowed in the activity advertise searching for employments. With this impacts, the instances of defilement have expanded whereby landing a position will rely upon who you know in spite of the

Findings from the research conducted by Reiter-Palmon on electronic job analyses for the U.S Navy, revealed that less time was needed to conduct the analyses and was more flexible in terms of its ease to use. Results also showed that more comprehensive job descriptions were made (Reiter-Palmon, 2006, pp.294-309). This therefore allows organisations to know specifically what skills applicants need, and the applicants know what the job entails. Having a higher quality pool of candidates not only saves money

This report aims to provide an aid to deal with the current difficulties recent graduates, in particular; business graduates, face when searching for a job. Since the Great Recession and the slow job market recovery many recent university and college graduates have trouble finding jobs suited to their level of education. Many are stuck with jobs that are of low wages with no opportunity for promotions. In addition many recent graduates do not have work experience and do not know where to start when looking for a job. In order to find a solution to this problem, this report evaluates three prospective internet job sites; Indeed, LinkedIn and The Career Directory, and makes a recommendation based on the assessment of which site best aids